Hiring the best, most talented workforce is vital to an organization’s success; however, this can be a challenging task for many companies. According to the Harvard Business Review, as much as 80% of employee turnover is due to bad hiring decisions.
Many in HR are looking at new hires with a narrow lens, confined to resumes, social media profiles and subjective interviews. Hiring managers must understand the needs of their team and have the tools to uncover the best candidate for the job, both internally and externally.
Evaluating and leveraging various technologies available to recruiters and hiring managers can ensure an effective hiring process. Unfortunately, many existing tools and practices seen in companies of all sizes haven’t kept pace with today’s demands.
To confirm you are delivering the best candidates and bringing objectivity into recruitment decisions, consider the techniques outlined below. Each will provide HR the ability to more effectively hire talent in the new world of work and increase the number of successful hires and long-term productive employees.
Too often, companies hire average performers, or individuals not fit for the position at hand, because they’re unable to consistently select top candidates out of a subjective hiring process.
Modern recruiting tools have predictive hiring capabilities capable of automatically parsing data from resumes, candidate assessments and hiring team feedback to help hiring managers identify the candidates who have the potential to be high performers in that position. Implementing predictive hiring strategies is a key step if organizations want to remain competitive in today’s marketplace. It also helps to eliminate talent shortages and surpluses, while avoiding expensive and time-consuming layoffs.
Although crucial to recruiting success, predictive hiring can be complex without the right data. It’s important to give recruiters and hiring managers a platform so they can effectively identify internal and external candidates by reviewing, sorting and prioritizing resumes based on skillsets. The result is that HR can then make informed, objective hiring decisions.
For far too long, recruiting has been a siloed process with each player only seeing their narrow slice of the overall process. Modern recruiting solutions empower the hiring team and enable team oriented interviewing processes, allowing HR and hiring managers to better meet the needs of both the candidate and their organization. By implementing a collaborative and interactive interviewing system, the wider team gains improved visibility into the hiring process, including active and potential candidates and full interview history.
Using an integrated video conferencing solution only strengthens the process by allowing HR and employees to speak with the most qualified candidates, regardless of location. Members of the hiring team can then watch the interview again, and share with a broader audience for comment, thus getting even more benefits from a collaborative process. Employees can suggest candidates and provide feedback around the skills required by the candidate to meet their team’s needs, as well as what they hope to achieve once the new employee is hired -- making for a stronger and more confident final decision.
Congratulations, you’ve selected the correct person or people to join your team. However, it’s not time to relax – it’s time to acclimate your new team members into the organization. Establishing a strategic and consistent onboarding process for new hires is just as important as selecting the best candidate since it's important for both employee success and their perception of company brand that they have an immediate, useful and positive experience.
An established accelerated onboarding program seamlessly brings new hires up-to-speed on the company’s operations and his or her new role. It offers an onboarding experience with built-in collaboration capabilities that can further accelerate the onboarding of new talent, especially as more team members work remotely. Modern onboarding experiences are social, allowing new employees to become integrated into the company and deliver increased bottom line results faster.
Accelerated onboarding extends to the executive level as well. Research has shown about 40% of executives who change jobs or get promoted fail within the first 18 months. Their success is critical not only to individual performance, but also can have a greater influence on the organizations. Executives often face more significant performance expectations, so in many ways onboarding programs are even more essential at this level. Smart organizations will invest in a system that sets their executives up for quick and sustainable success.
By utilizing predictive hiring, collaborative interviewing and accelerated onboarding, recruiters and hiring managers are able to tailor each step of their hiring process to reach the most qualified candidates available. Every organization is unique – with its own culture, goals and requirements. Moving away from independent and idle hiring decisions, to more collaborative and objective practices, will ensure the right people are coming in, contributing and staying.